Employers and employees should note the following changes to employment payment rates which will take effect from 11 April 2011: Statutory Sick Pay will increase from £79.15 to £81.60; The standard rates applicable for (i) Statutory Maternity Pay, (ii) Statutory Paternity Pay and (iii) Statutory Adoption Pay, will increase from £124.88 to £128.73; and Maternity […]
Settlement Agreement Lawyers & Solicitors – Redundancy
Call: 0207 488 9947 or Email: enquiries@rtcooperssolicitors.com
-
Categories
- About Compromise Agreement Blog
- Advertisement of Post after Redundancy
- Adviser's Certificate in Your Compromise Agreement
- Banked Holidays
- Basic Rate of Tax
- Benefits – What happens to your Benefits once you sign a Compromise Agreement?
- Bonus
- Breach of Confidential Information
- Calculating Redundancy Pay
- Choosing an Independent Legal Advisor to provide Advice on the Terms of your Compromise Agreement
- Commission
- Company Car
- Completion Date of your Compromise Agreement
- Compromise Agreement Collectively Agreed
- Compromise Agreement Solicitor
- Compromise Agreement Solicitors
- Compromise Agreements
- Confidentiality Provisions in a Compromise Agreements
- Constructive Dismissal
- Consultation
- Continuous Employment
- Contract of Employment
- Counterparts
- Curriculum Vitae (CV)
- Data Protection
- Derogatory Comments
- Disability Discrimination
- Disciplinary Hearing
- Dismissal Before the Termination Date
- Early Retirement
- Employment Lawyers
- Employment Solicitors
- Employment Tribunals
- Enhanced Redundancy Pay
- Entitlement to Leave
- Entitlement to Untaken Accrued Holidays
- Equality Act
- Ex Gratia
- Excess Holiday
- Expenses
- Feeling Unwell – Signing a Compromise Agreement
- Garden Leave
- Goodbye messages
- Grievance
- Handover
- HMRC
- Holiday Entitlement
- Indemnity
- Independent Legal Advice
- Job Interview
- Job Offer
- Job Offer during consultation period
- Jurisdiction
- Keeping the Terms of your Compromise Agreement Confidential
- Labour Law – Canada
- Legal Fees
- Litigation Post Termination
- Loan
- Maternity Payr
- Maternity Rights
- Medical Cover
- National Insurance Contributions
- Necessity for Legal Advice on the Terms of Your Compromise Agreement
- Negotiating a Settlement
- No Admission of Liability on the Part of your Employer
- No Entitlement to Compensation
- Non Compete
- Non Solicitation
- Notice Periods
- Offer from your employer
- Offer of Employment
- Organisational reason
- Outplacement Advice and Counselling after Redundancy
- outsourcing
- Outstanding Loans
- Paternity Pay
- Payment in Lieu of Notice
- Payment of Legal Advisers
- Payment of Normal Salary
- Payment Terms
- Pension Rights
- Performance Improvement Plan
- Personal Injury
- Post Termination Restrictions after Signing a Compromise Agreement
- Re-employment
- Reason for Leaving
- Redundancies
- Redundancy
- Redundancy law
- Redundancy Pay
- Reference
- Repayment of Redundancy Pay
- Resignation
- Restrictive Covenants
- Return of Company Property after Signing a Compromise Agreement
- Selection for Redundancy
- Settlement Agreement
- Settlement Agreement Law Advice
- Settlement Agreement Lawyer
- Settlement Agreement Solicitor
- Settlement Payment
- Severance Pay
- Share Options
- Shares
- Signing Compromise Agreements
- Statutory Redundancy Pay
- Statutory Sick Pay
- Subject Access Request
- Summary Dismissal
- Taxation
- Termination Date
- Termination of Employment
- Termination Payment
- Unfair Dismissal
- Untaken Holidays
- Voluntary Redundancy
- Voluntary Severance
- Warranties
- Without Prejudice
- Without Prejudice Discussions
- Wrongful dismissal
- Your Compromise Agreement is a Binding Contract
-
Archives
- June 2015
- December 2014
- June 2014
- May 2014
- April 2014
- March 2014
- February 2014
- January 2014
- December 2013
- July 2013
- April 2013
- March 2013
- February 2013
- January 2013
- December 2012
- November 2012
- October 2012
- September 2012
- August 2012
- July 2012
- June 2012
- May 2012
- April 2012
- March 2012
- February 2012
- January 2012
- December 2011
- November 2011
- October 2011
- September 2011
- August 2011
- July 2011
- June 2011
- May 2011
- April 2011
- March 2011
- February 2011
- January 2011
- December 2010
- November 2010
- October 2010
- August 2010
- July 2010
- June 2010
- May 2010
- April 2010
- March 2010
- February 2010
- January 2010
- December 2009
- November 2009
- October 2009
- September 2009
- August 2009
- July 2009
- June 2009
- May 2009
- April 2009
- March 2009
- February 2009
- January 2009
-
Links
-
Testimonials
- 'I have been greatly impressed by the assistance I have received from the team at RT Coopers with regards to my employment law enquiry. In particular, I have valued the quick and effective responses to my concerns and queries and the genuine concern for my best interests that has been displayed. On the basis of my experience, I would recommend RT Coopers without hesitation.' - J.C
- 'The service I received from RT Coopers in relation to employment law was very good, relevant to my case and very helpful. I am definitely happy with the service and will definitely recommend them.' - M.N
- 'Thank you for your employment law advice! The advice was great.' - MH
- 'Thank you for representing me with my Compromise Agreement. I was very pleased with the service I received. I could have gone through my union solicitor, but I didn't find them very forthcoming, which is why I searched the internet. Immediately upon speaking to RT Coopers, I was impressed with the speed of information via the phone and email.' - B.Y
- 'The service I received from RT Coopers in relation to employment law was very good, relevant to my case and very helpful. I am definitely happy with the service and will definitely recommend them.' -M.N
- 'I am happy with the service I received from RT Coopers. I particularly valued the prompt answers I received to my queries and the fair billing practices of the firm.'-J.S
- 'I would like to write a general review about my feelings towards RT Coopers as a firm and the solicitor that worked with me on my case. Back in December 08, when I was deliberating whether to take my previous employer to an employment tribunal or not, I telephoned around 10 solicitors to ascertain their initial take on the case but more importantly to find someone that I wanted to work with, put my trust in and who would win me my case. Out of all of the solicitors I spoke to, Mr Oyedele was by far the most informative and certainly the kindest over the telephone. His communication was excellent, e-mailing me on several occasions and phoning me a couple of months after I had decided to go it alone just to see how it was going. I decided to progress the case myself after the initial advice I received from My Oyedele. Two days before exchange of documents I received a sternly written letter from the respondent's solicitors and Mr Oyedele was the first and only solicitor that I called and his service was exactly what I expected having spoken to him over the phone. He moved time around in his diary to see me the very next day for an emergency meeting to discuss the recent events and response. Over the next week as the hearing date approached I spoke to him every day on the phone for varying amounts of time. If he was unavailable because he was dealing with other clients he would always call me back within good time or drop me an e-mail or a quick call to let me know when he would call me. At no point during that very busy, extremely stressful week did I feel that I had to chase him at all. He gave me good advice which I took and answered all my questions concisely and simply. I felt very at ease with him and felt I could ask him the same thing over and over again if I did not understand. During the build up to the hearing the other side employed some really foul play and I must say that I was un-seated by it. As important as his legal advice, was his pastoral element for lack of a better phrase which was exceptional in cancelling out the way the respondent's actions made me feel and think and he got me re-focused on the task at hand. During the build up to the hearing, just knowing that there was someone at the other end of the phone to say 'it will be fine' was very important given my level of stress and anxiety at the time. I hope to not need an employment solicitor for the remainder of my working life for obvious reasons but if I do, he'll be the only one that I call. In the meantime I'll take him out for a drink to say thanks. I am extremely happy with RT Coopers as a firm and feel very loyal to them as due to the volume of calls I made to the firm I'm pretty sure that I spoke to most of the employment team there and they all remembered me and were all very pleasant, reassuring and helpful.' - J.F.
- 'I attended RT Coopers for advice on an employment matter. The consultation was exactly what I needed, and the firm and its premises were new, fresh, and not at all stuffy like some law firms can be! I only visited the once for a consultation but I was able to renegotiate aspects of the contract that my company had given me which I wouldn't have known about had I not made the visit. I valued the fact that I could go through everything step by step with the solicitor who advised me, who knew his stuff and was very patient! I would certainly recommend RT Coopers to anybody requiring employment law advice.' - A.M.
- 'Thank you for your advise on the compromise agreement. I am very impressed by your patience and professionalism, which made it very easy. Since my first call to the Firm, I could already sense a genuine interest in your clients. I have not been disappointed. I am delighted to have contacted your offices, and am glad I made the right choice.' - F.M.
-
Search It!
-
Recent Entries
- Getting the Best Independent Legal Advice on your Settlement Agreement6.22
- I am an employee: under what circumstances can I be made redundant?12.8
- Entering into a settlement agreement with a company that is part of a group of companies6.19
- Agreeing your reference if you are being made redundant6.18
- Being called upon by your ex-employer after being made redundant5.20
- Returning company property when you are made redundant4.29
- Being made redundant and getting a reference from your employer4.2
- Breaching a settlement agreement4.1
- Need independent legal advice for redundancy?3.31
- Being made redundant?3.28
Employment Law - About RT Coopers
Compromise Agreements
Current Employment Law Legal Updates
Employment Law Legal Updates - Archives 2008
- Breach of Contract
- Constructive Dismissal
- Disability Discrimination
- Disciplinary Hearing
- Dismissal
- Employee or Independent Contractor
- Equal Pay
- Grievance Procedure
- Harassment
- Maternity Rights
- Professional Misconduct
- Race Discrimination
- Redundancy
- Sex Discrimination
- Sick Pay
- Suspension
- Temporary Workers
- Termination of Employment
- Time Limit for Bringing Tribunal Claim
- Tupe
- Unfair Dismissal
- Vicarious Liability
- Victimisation
- Wrongful Dismissal
Employment Law Legal Updates - Archives 2007
Employment Law Legal Updates - Archives 2006-2003
Employment Law Legal Updates - Archives 2010
Employment Law Legal Updates - Archives 2009
Redundancy
© RT Coopers, Copyright 2009 - 2024. This blog does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought from RT Coopers Solicitors in relation to particular circumstances.